Human Resources Update Department of Public Health Health - PowerPoint PPT Presentation

e e o l a b o r m e r i t o p e r a t i o n s p a y r o l l p e o p l e d e v e l o p m e n t Human Resources Update Department of Public Health Health Commission October 15, 2019 10/10/2019 HUMAN RESOURCES 1

10/10/2019 HUMAN RESOURCES 2

Key Components ❑ Employee Engagement Survey ❑ FY18-19 updates: o Hiring Updates o Recruitment and Retention o Living Wage o Retention o Separations o Disciplinary data o HR plans to address workforce disparity o HR trainings: feedback & future plans 10/10/2019 HUMAN RESOURCES 3

2019 Employee Engagement Survey 65% Response Rate 10/10/2019 HUMAN RESOURCES 4

Employee Engagement Survey Our top two strengths: ❖ I like the work I do: 4.33/5 ❖ I am comfortable referring to patients by whatever pronoun they request, even if it doesn't match their appearance: 4.27/5 -- Our top two areas of improvement: ❖ Different levels of this organization communicate effectively with each other: 2.92/5 ❖ My work unit is adequately staffed: 2.72/5 -- ❑ Addressing Survey Results: A3 Employee Engagement Survey 10/10/2019 HUMAN RESOURCES 5

Employee Engagement Survey HR NEXT STEPS: ❑ 1:1 consultation and user testing with each division’s leadership and survey champion ❑ Webinar and FAQ document to clarify data access, analysis, improvement planning ❑ Letter to DPH employees about survey results and next steps, in consultation with Dr. Colfax and Communications team ❑ Develop and roll out a DPH-wide training on Effective Communication: FY 20-21 ❑ Develop a dashboard for workforce data on vacancies, budgeted positions, hiring, probationary release, and terminations by race by division. 10/10/2019 HUMAN RESOURCES 6

HIRING UPDATES 10/10/2019 HUMAN RESOURCES 7

DPH Workforce Demographic Data FY15-16 – FY19-20 Source: DHR Citywide Workforce Demographics https://sfdhr.org/race-ethnicity-and-department 10/10/2019 HUMAN RESOURCES 8

New Hires by FY by Division 10/10/2019 HUMAN RESOURCES 9

New Hires Demographic Data FY14-15 to FY18-19 Race Percent of new hires by race by FiscalYear ASIAN 100% BLACK 27% 30% 27% 27% FILIPINO 24% 351 80% 374 387 310 250 HISPANIC Percent ofTotal 12% 12% 11% 15% WHITE 17% 158 60% 140 179 174 173 18% 16% 19% 14% 239 229 15% 239 166 40% 157 16% 11% 15% 14% 15% 231 144 193 166 152 20% 28% 26% 26% 25% 21% 354 339 371 287 219 0% FY 14-15 FY 15-16 FY 16-17 FY 17-18 FY18-19 Hiring by Race from FY 14-15 to FY 18-19 basedondata pulled from HRiMS accessed on9-23-19. 10/10/2019 HUMAN RESOURCES 10

New Hires per Month by FY17-18 - current 10/10/2019 HUMAN RESOURCES 11

LEAN to reduce hiring timeline HR implemented LEAN back in 2014 to streamline the RN hiring process for the new hospital opening at ZSFG. Outcome: Targets for hiring to staff the new hospital were met. In 2019, HR partnered with KPO to implement LEAN to reduce hiring timeline and streamline everyday operations: ❑ June 2019 VSM ❑ July 2019 5S ❑ August 2019 DMS Workshop #1 ❑ Sept 2019 Onboarding Process Kaizen & DMS Workshop #2 ❑ Nov 2019 Status Tracking/ServiceNow Kaizen ❑ Oct 2019 DMS Workshop #3 ❑ Dec 2019 DMS Workshop #4 ❑ Jan 2020 Selection Process Kaizen ❑ Feb 2020 DMS Workshop #5 10/10/2019 HUMAN RESOURCES 12

Recruitment and Retention of a Diverse Workforce 10/10/2019 HUMAN RESOURCES 13

DPH Workforce & Living Wage Living Wage for a family with two working adults and 2 children as of 12/30/2018: $101,085 Source: Glasmeier 2018 10/10/2019 HUMAN RESOURCES 14

Retention: Pay Premiums FY18-19 10/10/2019 HUMAN RESOURCES 15

Separations FY18-19 10/10/2019 HUMAN RESOURCES 16

Disciplinary Data Source: DHR September 2019 10/10/2019 HUMAN RESOURCES 17

Addressing Disparities To address workforce disparities in advancement opportunities and experience, HR will: ▪ Strengthen current Career Advancement Program - offer mentorship services to employees of color - offer targeted career coaching to lowest paid classifications ▪ Develop a mandatory performance management training for all DPH managers - focus on race equity in hiring, daily management practices, advancement opportunities - offer tangible tools for constructive feedback, performance planning and appraisal ▪ Develop a DPH-wide training on effective communication - focus on race inequity in the everyday work experience of employees ▪ Develop workforce dashboard to monitor and report out trends in hiring, promotion and separations. 10/10/2019 HUMAN RESOURCES 18

HR Trainings 10/10/2019 HUMAN RESOURCES 19

HR Trainings FY 18-19: Feedback Training topics Participants Feedback Summary Manager Learning and Dev Series 280 total 80% Strongly Agree that training was Bi-monthly, Total 4 sessions effective Brown Bags – weekly, various sites 250 total (approx.) 90% Strongly Agree that training was • Performance Appraisals effective • Effective Communication • Career Advancement • Babies, Bonding and Benefits • Workplace Bullying • and more… Crucial Conversations Workshop 55 total 90% Strongly Agree that training was Quarterly, 2 days effective New Employee Orientations 250 total (approx.) 80% Strongly Agree that training was Monthly, 2 days effective 1:1 post-training consultation 40+ No formal evaluation data Via phone, email, in-person 10/10/2019 HUMAN RESOURCES 20

HR Trainings in FY 19-20 • Added New Employee Orientation day 2 on DPH culture on priorities: o Race Equity at DPH o An Introduction to LEAN o TIS – planned o SOGI – planned • Move from supply-based to demand- based training schedule • Offer year-round training sessions on performance management • Offer mandatory online HR essentials training to all managers • Offer customized workshops and team retreats across DPH 10/10/2019 HUMAN RESOURCES 21

Thank y hank you! ou! 10/10/2019 HUMAN RESOURCES 22